Wrangle 2016: Data Science for HR
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By Moritz Sudhof, Kanjoya Data science is revolutionizing HR. With NLP and machine learning, organizations can now understand their employees automatically and in real-time. With NLP and machine learning, organizations no longer need armies of consultants and months of labor to determine what their employees want and need, to identify training initiatives that will maximize performance and leadership, and to surface and address critical issues before high performers leave. In this talk, Moritz explores how data science is used in organizations today and possibilities for the space in the future.
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Measurement is the first step that leads to control and eventually to improvement. If you cannot measure something, you cannot understand it. If you cannot understand it, you cannot control it. If you cannot control it, you cannot improve it.” ― H. James Harrington
Workplace surveys are one of the most common tools used to sense employee pulse and learn what is important to employees. They are generally used to measure satisfaction levels, concerns, and confidence at work. Surveys provide hidden insights on specific as well as broad issues that go unnoticed by the management.
However, conducting a survey is only the first step towards greater engagement. The biggest failure of a survey happens when a survey is conducted before any action is taken for the last survey conducted. Creating a plan to act on the results and implement changes that are visible to others is equally important.
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Presented by Vladimir Iglovikov:
- https://www.linkedin.com/in/iglovikov/
- https://x.com/viglovikov
- https://www.instagram.com/ternaus/
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GitHub: https://github.com/albumentations-team/albumentations
Website: https://albumentations.ai/
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Wrangle 2016: Data Science for HR
- 1. 1© 2016 Kanjoya, Inc. All rights reserved. Data Science for HR
- 2. 2© 2016 Kanjoya, Inc. All rights reserved. Performance Management & Employee Engagement
- 3. 3© 2016 Kanjoya, Inc. All rights reserved. A Brief History of Performance Management 1940s 19501950s 1960s 1970s 1980s 1990s 2000s 5 point rating scale developed by OPM 1930s Performance Rating Act introduced to identify the best and weakest employees and improve supervisor-employee relations The term “performance management” is coined by Aubrey Daniels Pay for performance introduced SHRM survey shows that only 5% of companies are satisfied with their performance review process Research begins to show it’s just not working
- 4. 4© 2016 Kanjoya, Inc. All rights reserved.
- 5. 5© 2016 Kanjoya, Inc. All rights reserved. A Brief History of Employee Engagement 1980s 1990s 2000s1970s Employee Satisfaction Employee Commitment First “Engagement” study run by Kahn Meta-analysis (Gallup) studies engagement across 1,135 business units More and more companies start to measure engagement
- 6. 6© 2016 Kanjoya, Inc. All rights reserved.
- 7. 7© 2016 Kanjoya, Inc. All rights reserved. Measure what matters
- 8. 8© 2016 Kanjoya, Inc. All rights reserved.
- 9. 9© 2016 Kanjoya, Inc. All rights reserved. Not everything that can be counted counts, and not everything that counts can be counted.
- 10. 10© 2016 Kanjoya, Inc. All rights reserved.
- 11. 11© 2016 Kanjoya, Inc. All rights reserved. The best model is only as good as the user experience allows it to be.
- 12. 12© 2016 Kanjoya, Inc. All rights reserved.
- 13. 13© 2016 Kanjoya, Inc. All rights reserved.
- 14. 14© 2016 Kanjoya, Inc. All rights reserved.
- 15. 15© 2016 Kanjoya, Inc. All rights reserved.
- 16. 16© 2016 Kanjoya, Inc. All rights reserved. Measure what matters
- 17. 17© 2016 Kanjoya, Inc. All rights reserved.
- 18. 18© 2016 Kanjoya, Inc. All rights reserved.
- 19. 19© 2016 Kanjoya, Inc. All rights reserved.
- 20. 20© 2016 Kanjoya, Inc. All rights reserved. Predicting attrition only matters if you can do something about it.